Your Professional Branding Strategist

Category: Job Search Strategies (page 1 of 3)

Interviewing is a big topic! In part 1 , we covered interview prep. In this post, I’ll take you through recruiter-tested best practices for executing a great interview.

Good interviews begin with great preparation, followed by confident execution.

You wouldn’t believe how many folks ‘wing it’, taking a quick look at the company website and job description. By observing these guidelines, you’ll automatically stand out. Ready?

Be prepared! Taking time to do your homework is hugely important. It shows respect for the interviewers’ time and also helps you be on your game. You get one opportunity to make a good first impression ~ this is it! For more on how to ace your interview prep, click here to read part 1of this series.

Bring something to write on. Get a decent-looking $20 portfolio
at Target or Walgreens. Black or gray, preferably. Having a
professional-looking portfolio sets you apart from the people who show up
empty-handed or with a spiral-bound notebook.

In it, you should have a legal pad and pen (test the pen beforehand). Bring a
copy of your resume, too. We may not ask to see it, but having it available can
be reassuring if you tend to freeze up in an interview. Also, jot a few of your
key points and questions down on the pad. Use the pad to take a few notes, but
don’t spend a lot of time writing when you’re interviewing – it’s distracting.

Be a little early. Not 20-30 minutes early. Arriving
5-10 minutes before your interview is ideal. If you get here earlier, wait somewhere
else (in your car, in a nearby coffee shop, etc.) for a bit.

A word about scent. For an interview, leave the
cologne or perfume off. Noses become accustomed to fragrance, and yours may be
overpowering even if you can’t smell it. If you’re a smoker, is there a product
to magically erase the smell of that last pre-interview cig? We can smell it
even if you can’t. And pop a breath mint on your way in.

Know who you’re meeting. Ask for your interviewer using their
first AND last names.

Silence your phone. Better yet, shut it off before the interviewer picks you up.

Be nice to the front desk person.
Sometimes we check to see how you treated them. Don’t be that person who’s
charming to their interviewers but dismissive or rude to the front desk person.

Have a good handshake. Firm, with palms connecting fully. Make eye contact and smile. Don’t
squeeze too hard (or too limply). Don’t hang on too long or use your other hand
to grab the person’s arm (creepy).

Wait to situntil
the interviewer’s seated or asks you to have a seat. If you’re interviewing in
a conference room, choose a chair at one of the long sides of the table rather
than at either end of the table.

Smile. Your body will take the cue to relax a bit. Also, our brains work
better when we’re somewhat relaxed. And breathe. You don’t need to keep a fake
smile plastered on, but do check in to see what your face is doing.

Be authentic. If you get super nervous in
interviews, it’s OK to say so (once, at the beginning of the interview).
If you’re really excited about the position and/or the company, tell them! Mind
your manners while being real, of course. No swearing, no complaining about past bosses
or companies, EVER. Stay professional.

Listen to the questions. If you’re not clear about what’s being asked, say, “I’m not sure what’s being asked. Could you give me a little more detail (or an example), please?” Answer directly without rambling. Use relevant examples.

Watch the interviewers’ body language: are they nodding? Smiling? Then your answer has landed. If they’re looking confused, ask, “Did I answer your question? Do you need more information?” If they’re looking distracted or bored, it’s time to stop talking. Some companies use the STAR technique to interview candidates (we used it at Prime Therapeutics). If you’re not familiar, learn about it here.

Have some of your own questions. Choose 1-2 from this list (jot them down in your portfolio):

What
brought you here?

What
was your biggest surprise/challenge?

How
will you know you’ve hired the right person for this position?

What
would you expect me to accomplish in the first 6 months?

What’s
your timeline for filling this position?

What
would the rest of the interview process look like?

Based
on what we’ve talked about, do you think I’d be a fit for this position? Or (my favorite):

Do
you have any concerns about my experience that I can address while we’re
together?

Aaaaaand make sure your questions are relevant to the interview. For example, ask job-specific questions of the hiring manager: “What technical skills will I use most?” “What will the person you hire need to accomplish in the first 30/60/90 days?” or “What’s the team like?” If you’re meeting with your prospective manager’s boss, go a little more strategic: “What is this team’s longer term goal?”

Save questions about time off, telecommuting or benefits for your Human Resources interview. In depth compensation and benefits conversations come at the end of the process, usually with HR.

Help the interviewer. Sometimes interviews go off track and the key points (ie. your skills and experience) don’t get discussed. No kidding, I’ve heard candidates say, “It was a great conversation, but we never even covered the job or my skills!”

If this is happening in your interview, it’s up to you to mention your experience even if they don’t. You’ve prepared some examples – mention them, politely, of course, before the interview is over.

When compensation comes up, say, “I’m looking for
competitive pay. Can you give me an idea of the salary for this position,
please?” In our initial talent
acquisition phone interviews, we always ask about salary expectations. We’re
just making sure we’re in the same range.

Later on, after all interviews are completed and you’re at offer stage, get
answers to all your compensation questions. Ask about the cost of benefits
& when they become available, whether there are bonuses and when they’re
paid out (and the company’s track record for paying them), typical merit
increase (usually 2-4%), education reimbursement, and paid time off.

PHONE INTERVIEWS

Be prepared, same as an in-person interview.
You have to work a little harder to engage your interviewer, since you can’t
rely on physical cues. Make sure the phone connection is clear, you’re in a
quiet spot, and that you’re not driving or otherwise distracted.

Be standing when you answer the call.
There’s a physiology behind this: when seated, our diaphragms are compressed.
When we stand, our diaphragms help project sound more fully, making us sound
energetic and engaging. You can sit down after that, if you want.

Answer like you’re at your desk. “Hi, this is <your name>” not, “Hello?” Do your
best to sound professional, alert, and ready to have a great conversation.

Smile. A smile is noticeable over the phone. And be sure to thank the
interviewer and let them know you’re interested before you sign off (if you
are, that is).

Remember, you’re interviewing the company, too:
Pay attention as you wait for your interviewer. Do people seem energized,
happy, friendly? Is the front desk person professional ? How about the interviewers?
Do they seem prepared and intentional? Do they know who/what they’re looking
for? Are they forthcoming in sharing information? Is interview feedback
provided? Do you like them?

When the interview is finished, thank the
interviewer(s). You’ve just met a new connection, even if you’re not going to
work together. If you’re excited about this opportunity, say so.

You
can sign off by asking one last question, about timing. “When do you think
you’ll know about next steps?” or “When do you think you’ll have interview
feedback?” This reinforces your interest and will set the cadence for your
follow up, which I’ll cover in part 3, “After the Interview”.

Research is 80% of a job search, and preparing for an interview is no exception.

Unless you have nerves of steel (or you regularly talk to strangers in high-pressure situations), interviewing is unsettling. I’ve worked with senior managers who are as nervous as a new grad at the thought of talking about themselves. It’s normal: questions are thrown at you, and while being judged, you’re supposed to answer them deftly. It feels like a high-stakes pass-and-shoot.

Good interview skills are useful throughout a career. Use them when you’re seeking a new job (internally or externally); when you’re interviewing someone else; they’re even useful when you’re lobbying for a new idea or cause and need all the influence you can muster.

Even those with high-demand or unusual skills (which means they could bomb the interview & still get the job) need to cultivate good interview aptitude. Someday that knowledge may be less captivating and good interview skills may just save the day.

Good interviews begin with great preparation.

When you take time to anticipate and answer some of the likely questions, you automatically give yourself an edge (and a little relief).

Know your why. What draws you to this company / this job?(hint: it shouldn’t be all about you) For example:Meh: “It’s a much better commute than my current role.” Good: “The job description seems like a good fit for my skills”. Impressive: “Not only is the job description a close match, but I noticed that your company is doing xxx and that aligns with my values.”

Research, research, research. I agree with Lou Adler, self-proclaimed recruiting and hiring guru, who estimates that research is 80% of a job search. Review the company’s website, but don’t stop there. Google the company and read press releases over the last couple of years. Check out the company’s LinkedIn profile. Look it up on GlassDoor. Has anyone you know worked there? What do they have to say? A candidate who’s done their homework stands out.

Get to know your interviewer(s). Review their LinkedIn profile(s). How long have they been with the company? What’s their (general) background / work history? Do you share LinkedIn connections? Do you and the interviewer have common interests / universities / previous employers? What can you learn about this person (in a non-creepy way)? Note: talking about what’s on their Facebook page is creepy. Don’t.

Take another look at the job description. Identify the top 2-3 skills. Now jot down examples of your experience as it relates to those requirements. If you don’t have experience with a specific required skill, what comparable skill/experience do you have? For example:Meh: “Yes, I’ve worked with x technology.”Good: “I have 3 years of experience in x technology while working at z company.” Impressive: “In my current company, I’m using x technology to do y. So far, we’ve been able to <insert a result you’ve achieved>” or “I haven’t worked with x technology, but I have done y with a similar technology, plus I pick things up quickly.” Here are some ideas on how to answer the most-common interview questions.

Put your interview attire together.
Try it on, even before you have interviews scheduled. The night before an
interview is no time to be caught without clothes you feel great in.

What to wear? I used to say that you can never go wrong with a suit (plus a tie for guys). These days, I think you can definitely go wrong with a suit. For example if you’re interviewing for a creative role, especially in ad agencies. A general rule: the higher the position you’re interviewing for, the more formal your interview attire, at least for the first meeting. Also, certain industries tend to dress more formally.

For an interview with a Big 4 accounting firm, for instance, only a suit + tie is acceptable. In corporate IT, you’ll do just fine wearing slacks (Dockers, for example) and a crisp long sleeve button-down or polo with a white undershirt peeking out at the neck. For women, slacks or a skirt and a crisp blouse in neutral/professional colors is fine. Shoes should be polished and well-kept and dark-colored (no white sneakers, please). Definitely wear socks. Remember, the focus should be on you, not on what you wear. Here’s a fun video about interview wear.

Do your mental prep: Olympic and professional athletes, top business people, and other high achievers spend significant amounts of time envisioning themselves doing well even before their event. You, too, can lay down the neural pathways to your success.

In a quiet setting, relax and close your eyes. In your imagination, go through the entire interview, from arriving at the company (looking sharp and being well-prepared, of course) to asking the receptionist for your interviewer. Now you’re with your interviewer(s). You’re answering questions, seeing them nod and smile and you’re asking a few great questions of your own. You’re connecting with the interviewer(s), feeling relaxed and competent. Things are going really well. They say something like, “You’d be a great fit here. We look forward to further conversations.” Before you know it, the interview’s over, and they’ve said they want you. You’re leaving now, thanking the receptionist on your way out. You feel the satisfaction of fielding their questions well. The fun of meeting someone new and liking them. The joy of acknowledging your nervousness and doing well despite it (because you prepared). Run through this mental movie multiple times before your interview. Seeing – and feeling – success is a powerful confidence builder.

Have you completed the steps listed in this article? Then you’re well on your way to a great interview (and you’ll be far ahead of most others). A little nervousness is normal. It’ll help you be mentally sharp.

If you’re more than a little anxious, though, you must tell yourself that everything will be fine. You’ve prepared yourself. You’ll do your best. And then let it go. Distract yourself, refuse to get stirred up by the moaning and ‘what if’s’ in your head. Keep your confidence high. If not this interview/this job, then something better. But you’re really ready for this, aren’t you? Well done.

In part 2, we’ll cover the actual interview (in-person and over the phone). Thanks for being here ~ see you again soon!

start right where you are :: INTERNAL NETWORKING

A few weeks ago, while prepping for a Genesys Works training session, I was pondering the program: these interns have a stunning opportunity to start building their professional networks while they’re still in high school. They learn new skills, showcase their work ethic & personalities and pre-pave the way to college internships and full time employment. I was thinking that a really savvy intern would do well to leverage the heck out of this opportunity to network.

What if each of us networkedinside our own companies intentionally?Duh! A ready-made common ground + a shared mission.

So.Simple! Find and get to know people at your company who are outside your normal work trajectory. Get to know them via a committee or project, working shoulder-to-shoulder. Soon they’ll be able to vouch for your shining personality / skills / work ethic / impact. They’ll become a part of your true network, far more likely to help you if/when you need it (and hopefully, you’ll do the same for them!).

In a job that demands every second of your day, adding internal networking might be the last thing you’d choose. But I think getting to know others makes work more fun and rewarding. And who knows where those new connections will lead? So it’s a little bit selfish, in a good way. I’ve heard of folks who brilliantly (and often innocently) landed great new jobs and built amazing careers through internal networking. Maybe you have, too.

things you can do right now
(besides being great at your job, which speaks for itself):

Volunteer to help anywhere it’s needed. Join committees of all kinds.

Offer to research / document / investigate / figure out and report back.

If something is wanted or needed but doesn’t yet exist, figure it out or create it.

Invite someone you don’t know well to have coffee, eat lunch or go for a walk.

Make introductions ~ help connect others. Inclusivity is IN!

In my first year at TCF Bank, I signed on for (almost) every opportunity that crossed my path: my department’s FUN committee, the IT Hackathon planning committee; IT book club, IT donut club, IT ambassador group, IT & Friends (volunteer) committee. I even launched a new club, the TCF Travel Junkies.

I didn’t think of it as internal networking at first ~ I just wanted to be a better cultural ambassador. I’ve never been part of so many initiatives before. The benefits? They’re plentiful: getting to know great people outside my department = more enjoyment! When I need an answer, it’s easier to find. Or when I want to get something done, I have a friendlier ear. I get to reciprocate, which also feels fantastic. Not to mention enjoying the results of our efforts. As far as stepping out of my comfort zone? It feels a little awkward at first. And then, it’s 100% satisfying.

“Your network is not people you know; your network is the people you know who are willing to help you.” ~~ Sol Orwell

A communication tool is helpful (we use Slack). A core group of networking-minded people helps — there are many in my company who are committed to fostering a collaborative culture. They generously share their connections and are a huge help & inspiration. But even if your company isn’t similarly inclined, you can (and should) branch out.

When you work alongside someone, you get to know them in a different way than if you’ve just chatted over drinks at some industry event. And since we (usually) have just one boss and one team of peers at a time, we exponentially increase the number of people who know our work when we work on initiatives and projects outside our our normal scope.

It takes extra time & effort to be involved, but it also saves time: answers come more quickly. Folks with whom I’ve worked on projects are more likely to jump in when I need help. There’s a sense of fun and camaraderie.

There’s still a ways to go before I know everybody, but the gap is narrower than if I just did my job day in and day out.

Some bad news: you’ll still need to occasionally attend external networking happy hours. But with intentional internal networking, you’ll need it less. So start building meaningful connections where you are. Get out of your office / cube / comfort zone and GET INVOLVED!!

I help mid-career professionals figure out their brand, get connected, and launch rockets of all kinds.
Want to chat?
Here’s a link to my calendar for a no-strings-attached intro call.

Oh, you do this in winter too? Sure you do. In winter, I still spend time outside daily (I own four horses that need care, plus I love to ski). But it’s not the summertime dallying-until-dark-at-10pm.

Which brings two (seasonal) points to mind:

Is there an optimal time to launch a job search?

Summer: the art of not doing much

I’ve noticed distinct cycles to hiring activity (exception: software developers, who can waggle an eyebrow and get swarmed). How quickly things move depend on budgets (funded) and managers (in the office + able to interview) and need (definite).

For us non-developers, the hiring seasons look like this:

January: New budgets are being finalized and released. Once everyone’s back in the office after the holiday hiring doldrums, activity resumes. A very good time to launch your search.

February-March-April-May-June: There’s plenty of hiring activity; budgets are plentiful and new initiatives need to be staffed. Another good time to be active in your job search.

July-August: Activity slows: summer vacations and in August, people are getting kids ready for school. Not a great time to launch your search;

September – October – early November: Once school is back in session, hiring activity picks up and continues steadily until Thanksgiving (or until budgets run out, whichever comes first). A good time to be looking, as long as there’s still budget;

Thanksgiving – end of December: Probably the worst time to launch a job search. Hiring activity grinds to a halt as budgets are depleted and holiday season hits.

So there ARE optimal times to launch your search (unless you’re not working, in which case every season is a necessary one). If you’ve interviewed and haven’t heard anything, check the calendar: the season may be the reason.

Summertime, especially July and August, is probably the worst time to launch a job search.

Rather than being frustrated, hold off! Enjoy the warm weather and longer days. Spend time with family and friends. The people you want to connect with aren’t thinking about hiring, not really. They’re vacationing and getting kids ready for school.

How to deal with stuck
(because sometimes it feels like it’ll last forever)

Have you ever been doing everything right in a job search and then suddenly and for no apparent reason things came to a screeching halt?

You got your resume & LinkedIn profile all spiffed up, discreetly let a few friends and former co-workers know you were on the market. You found great jobs & applied to them. Had an interview or two, maybe even the promise of an offer. Things were going great. “What’s all the fuss?” you wondered, “This is easy!”

And then, ghosted.

It happens without warming: a search that’s humming along nicely goes silent. Nobody replies to emails (or worse, you get an inane hard-to-interpret reply). Offers are stalled, all activity just STOPS for no reason.

It can be freaky. Because Waiting is the Worst.

You want to know what you did wrong. Did the market change and now the job’s being done by robots? Naturally, you want to DO something to end the torture and shake things loose.

This probably won’t surprise you, but job hunting is a lot like DATING: it’s designed to rattle you to your core (kidding, not kidding).

But seriously

Don’t take it personally. Stuck happens. Sometimes it has zero to do with you. Hiring is important, but when a company has an ‘all hands on deck’, candidate interviews are the first thing to get pushed back. So maybe it’s not you, it’s them.

Date around. Give your mission a little time off (you’ll know when you’re ready to get back to it, because your curiosity and enthusiasm will return).

Once you’re not feeling even the slightest bit pissed off or stuck, take a tiny step forward. Do something silly, like applying for a job you’d never consider: zookeeper or barista or dog park attendant.

See, you have to show yourself it’s not all that heavy and serious. Like “Tag, you’re it”, then you let it go. Forget about it. A playful touch is super important. Like in dating, “I’m interested, but I don’t NEED you.”

Repeat. And keep having fun, staying curious, not being in a rush.

Remind yourself you have valuable skills and that things always work out: yup, even when there seems to be no movement.
Because you do, and they do.

Those are arugula sprouts, by the way. I love arugula. You know what else? Seeds take time to germinate. Just like the efforts you’re putting into your search (or dating).

We get tons of social cues to push on (damn Puritan work ethic). So it’s not your fault for wanting to muscle through.

But for god’s sake, when you’re stuck, take a break, will you? PS. you’re not really stopping, you’re just pausing. You’re resting a bit to let things unfold in the best possible way.

Does your professional brand need some love? Here’s a link to my calendar for a free 15-minute intro conversation.

The old ‘post-and-pray’ model (where Talent Acquisition publishes a job on the company ‘Careers’ page and HOPES that the right candidate applies) doesn’t work well.

We still post, of course, but we’re also reaching out to candidates and actively recruiting them.

‘Apply-and-pray’, the job seeker’s equivalent to ‘post-and-pray’, doesn’t work well either (unless you’re a mid-level developer). You might get lucky if you’re one of the early applicants. But especially at manager- and director-levels, your resume might not even get read unless you’re in the first wave.

I think the way we go about finding a new job needs to evolve.

That’s where marketing steps in.

You’ve heard of marketing campaigns, right? Companies create and run a series of visibility-raising programs to launch new products or to sell more of something.

In other words, while ‘apply-and-pray’ is a possible method (except, hope is not a strategy), there are other more-proactive (and interesting) routes to take.

Here are three:

Create your professional brand

Which problems do you most often get asked to solve? What kind of work do you love doing (and get paid for, of course)? Where are you happiest and most effective? What are you known for? How do you want to be known?

And do you know what? 99% said they got connected through someone they knew.

The real scoop on using cover letters today

quiz: use a Cover letter (pick one):

a) always;
b) never (they’re old-fashioned);
c) to hammer home why you’re a perfect fit for the job;
d) a and c;
e) b

I know, right?

Back when resumes were snail-mailed, a cover letter was an integral part of the application process, a genteel ‘nice to meet you.’ Today’s online applications have kicked cover letters to the job-hunting curb. Mostly.

So when DO you use a cover letter? What should it say? And to whom should it be addressed?

correct Answer:

use a cover letter when it’s not immediately apparent why you’re the right person for this job.

For example:

Location (you live out of commute range): use a cover letter to briefly address:

What brings you to our fair state? (ie. to be near family, partner got a job or grad school placement here).We recruiters are leery of relocating someone JUST for a job, especially when Minnesota has things like…winter;

Timing (will you find a job FIRST, then move? How soon do you expect to be local?);

Will you be visiting the new metro (ie. be able to interview) before your move?

Are you looking for a relocation package (we’ll ask anyhow)?

Job pivot : When you’re applying for a job that’s different than the ones you’ve held, help us connect the dots. Use a cover letter to address the reason why your skills/experience are a fit (tweak your resume, too).

Stepping down: From CIO to director, manager to sole contributor. Again, help us understand. Keep it short, acknowledging that you’re applying to a less-weighty role. Focusing on the value (experience) you can add while dialing your work responsibilities back, ie. “I’m ready to move from a leading role to a supporting role.”

That’s the ‘when’;
Some tips on what to say

Select 1-2 key requirements from the job description (don’t just match years of experience ~ find something juicier: talk about similar industry, company size, growth trajectory or how you’ve successfully tackled issues your target company may be facing);

Craft a couple of sentences about your experience as it relates to those requirements (ie. “with experience creating scalable processes within a rapidly-growing company, my background should be a good fit.”

And to whom

Do a quick LinkedIn search on the company you’re applying to. Can you figure out who the hiring manager is? If so, address it to that person and say something like, “Based on my research, it seems likely that this position reports to you.”

If you can’t figure out who the hiring manager is, see if the job is posted on LinkedIn. If it is, who’s the recruiter listed as ‘point of contact’? Use that name. If there isn’t a recruiter named, address your cover letter to ‘Talent Acquisition’ or ‘<company name> Recruiter’ or ‘Hiring Team’.

put it all together: A template
(you’re welcome)

<Date>

<first last>
<title, department>
<company name>
<city state>

RE: <position title + job / requisition number from the company’s Careers page, if you have it>

Hi, <first name>,

I hope your week’s off to a great start. I’m very interested in being considered for the role of <insert job title> at <insert company name>. With my <insert relevant skill #1>, <insert relevant skill or industry experience> + <insert soft skill>, my background should be a good fit.

When it’s time to change workplaces, the question most people ask is, “Where do I find my new job?”

We gravitate to Careers pages on company websites, search LinkedIn, or head to the job boards. It’s pretty easy to search for a title, spend a few minutes applying / connecting / asking. The hard part is the waiting for a response. Lordy, the waiting is the hardest part.

But what if we changed the question? Instead of “where do I find my new job?” what if we asked, “Where do I find my new leader?”

I think looking for a new leader is a much more interesting proposition.

In the traditional sense of looking for a job, we match skills and requirements. The leader is kind of an afterthought.

When the new leader is a focal point of a job search, the skills and requirements are still there, but the whole question is elevated: who do I know that I’d love to work for? Who have I worked for in the past that I’d really like to partner with again? Who in my current circle of acquaintances knows someone? Who’s a thought leader? Which companies foster a culture of engagement and innovation?

Looking for a new leader could also mean finding a different leader within your current company. If you’re generally happy with your workplace but need a change, could you network internally onto a new team?

Or how about this: who’s solving interesting problems?

The only way you’re going to find out for sure is to start asking around. Sleuthing, making connections, following the thread.

Recruiters do this all the time ~ we find out where the fire is: who’s changing technologies | growing | shedding | transforming? That’s where the interesting work is.

Find that, and then figure out how to get their attention. Know your value proposition. Come with an idea of how the application of your unique skills and experience can contribute.

The most-satisfied seekers are doing more than just looking for their next job. They’re finding great leaders and interesting problems they can help solve.

I help people who are 10+ years into their careers better-tell their professional story. Struggling with yours? Here’s a link to my calendar. Let’s see if we’re a fit.

I recently watched a TED talk given by a fellow recruiter. In it, she quoted a study done by The Ladders, the first-ever of its kind, which measured the amount of time recruiters spend looking at a resume.

Do you know how much time that is?

Six seconds.

All the more reason to do two things: have a great professional brand, and cultivate other avenues to the end goal (your new job), like networking, mentoring, speaking, blogging, and generally being connected “out there” in the world.

‘Objective’is out.
Use ‘Professional Summary’ or ‘Summary of Qualifications’. Unless you’re a director or above, please don’t use ‘Executive Summary’.

Have a crisp LinkedIn headshot with a neutral background.
No wedding photos, fish, or 10-year old boudoir shots. Your photo should look like you (how else are your new networking contacts going to find you at the coffee shop?)

For many people, writing (especially a resume) is right up there with a root canal.

Assembling details, knowing what to include, and finding the right words to describe one’s professional achievements is…tedious. It can feel like (uncomfortable) self-promotion. Also, there might be awkward gaps and regrettable choices, and now they’re being put on display.

But being seen is unavoidable when job-seeking. Or when ramping up a side business or making a foray into public speaking, for example. Take comfort in knowing that 99% of the population feels the same way (cringey), and then tell your professional story anyhow.

I recommend the following:

Meet your reader where they are: to tell a good story, assume your reader knows practically nothing. If you’ve read any of the Harry Potter books, you’ll recall that JK Rowling takes time in each to thoroughly describe the setting and to review what happened in the previous book. She brings her readers up to speed with context.

Do the same with your resume: what kind of business do you work for? How many people are there? What’s the annual revenue? Is it global? National? Local? Paint a word picture. Details are important to give context: what size team were you on/did you manage? What is/was the budget you manage(d), what’s the scale and scope of your work? Include accomplishments, ROI, and measurable impacts like $/time saved or efficiencies /profitability gained.

Your first resume draft should be a brain dump: get it all out. Then, revise (which brings us to step 2):

Use the best (word) ingredients: Alice Waters is a Northern California chef who’s known for her exquisite, simple food. Her secret: in recipes with just a few ingredients, use only the freshest and best.

How does that translate to a resume? Here’s how: once you’ve written a first draft, read it out loud. Be on the lookout for redundancy (words or phrases repeated). Find different ways to say things. Get rid of stock phrases that have little meaning. If you’re drawing a blank, Google ‘thesaurus’ to help get you thinking. Slow down a little, and be discerning. When you find adjectives that describe you/your work aptly, use those.

Very important side note: avoid using overly dramatic words. Let others use “visionary”, “vast”, “outstanding”, or “authentic” to describe you. When you apply them to yourself, they sound hollow and self-promoting. Meaningful (and true, not trite) words carry your resume.

Finally,

When you think you’re dressed, take off one piece: Coco Chanel, an early 20th century fashion disrupter, OWNED simplicity. In an era when fussy fashion was the norm, her minimalistic style stood out. Do the same with your resume.

Cluttered, busy, overly full resumes are overwhelming. OVERWHELMING DOES NOT GET READ.

When you think you’ve finished writing your resume, find things that don’t need to be there. Ask yourself, “Does it add value? Does it contribute to the picture I’m trying to paint?”

If not, be ruthless and TAKE IT OFF. Keep sentences and paragraphs short. Use space to your advantage ~ it will emphasize your well-chosen words and phrases. White space invites your reader in.

A resume is an appetizer, intended to whet interest and declare relevancy. It’s a preamble to the meal (the interview, the job offer). It’s not the meal itself (or the entire story of your career).

When you remember to tell your professional story using context, simplicity, and the best ingredients, you’ll stand out.